[{"data":1,"prerenderedAt":465},["ShallowReactive",2],{"document-employee-mental-health-and-wellness-checklist-D12739":3},{"document":4,"label":27,"preview":11,"thumb":28,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":29,"breadcrumb":33,"related":39,"customDescModule":178,"customdescription":6,"mdFm":179,"mdProseHtml":464},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":26},"CHECKLIST EMPLOYEE MENTAL HEALTH & WELLNESS Without a healthy mind, body, accomplishing your daily work goals can be difficult. If you work from home, you know that sometimes you can experience loneliness, isolation, and the inability to switch your mind off. Regardless of where you are working from, it is imperative to take care of yourself and your mental health. Below is a checklist to help you take care of your own mental health, regardless of where you are working from. Create a schedule and stick to your routine. Schedule short breaks throughout the day (about 15 minutes each). Include fun activities for the day in your break schedule. Stay physically active and healthy. Go for a walk, bike ride, dance or do an at home workout. This lowers anxiety",null,"Employee Mental Health And Wellness Checklist","2",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/employee-mental-health-and-wellness-checklist-D12739.png","https://templates.business-in-a-box.com/imgs/250px/12739.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12739.xml",{"title":15,"description":6},"employee mental health and wellness checklist",[17,20,23],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Motivation & Appreciation","/templates/motivation-appreciation/",{"label":24,"url":25},"Staff Management","/templates/staff-management/","employee mental health wellness checklist","Employee Mental Health And Wellness Checklist Template","https://templates.business-in-a-box.com/imgs/400px/12739.png",[30,17,20,23],{"label":31,"url":32},"Templates","/templates/",[34,35,36],{"label":31,"url":32},{"label":18,"url":19},{"label":37,"url":38},"Employee Development","/templates/employee-development/",[40,44,48,52,56,60,64,68,72,76,80,84,88,103,118,133,149,161],{"label":41,"url":42,"thumb":43,"extension":10},"Health and Wellness Program Policy","/template/health-and-wellness-program-policy-D13702","https://templates.business-in-a-box.com/imgs/250px/13702.png",{"label":45,"url":46,"thumb":47,"extension":10},"Mental Health Assessment For Business Professionals","/template/mental-health-assessment-for-business-professionals-D13364","https://templates.business-in-a-box.com/imgs/250px/13364.png",{"label":49,"url":50,"thumb":51,"extension":10},"Checklist Financial Health","/template/checklist-financial-health-D13917","https://templates.business-in-a-box.com/imgs/250px/13917.png",{"label":53,"url":54,"thumb":55,"extension":10},"Employee Personal Wellness Plan","/template/employee-personal-wellness-plan-D13962","https://templates.business-in-a-box.com/imgs/250px/13962.png",{"label":57,"url":58,"thumb":59,"extension":10},"Checklist Health and Disability Insurance","/template/checklist-health-and-disability-insurance-D609","https://templates.business-in-a-box.com/imgs/250px/609.png",{"label":61,"url":62,"thumb":63,"extension":10},"Checklist Home-Based Employee","/template/checklist-home-based-employee-D565","https://templates.business-in-a-box.com/imgs/250px/565.png",{"label":65,"url":66,"thumb":67,"extension":10},"Mental Health and Substance Abuse Social Worker Job Description","/template/mental-health-and-substance-abuse-social-worker-job-description-D11680","https://templates.business-in-a-box.com/imgs/250px/11680.png",{"label":69,"url":70,"thumb":71,"extension":10},"Checklist New Employee Onboarding","/template/checklist-new-employee-onboarding-D13617","https://templates.business-in-a-box.com/imgs/250px/13617.png",{"label":73,"url":74,"thumb":75,"extension":10},"Checklist How to Be an Excellent Employee","/template/checklist-how-to-be-an-excellent-employee-D703","https://templates.business-in-a-box.com/imgs/250px/703.png",{"label":77,"url":78,"thumb":79,"extension":10},"Employee Retention Ideas Checklist","/template/employee-retention-ideas-checklist-D13332","https://templates.business-in-a-box.com/imgs/250px/13332.png",{"label":81,"url":82,"thumb":83,"extension":10},"Health and Safety Policy","/template/health-and-safety-policy-D13493","https://templates.business-in-a-box.com/imgs/250px/13493.png",{"label":85,"url":86,"thumb":87,"extension":10},"Checklist Key Employee Life Insurance","/template/checklist-key-employee-life-insurance-D610","https://templates.business-in-a-box.com/imgs/250px/610.png",{"description":89,"descriptionCustom":6,"label":90,"pages":91,"size":9,"extension":10,"preview":92,"thumb":93,"svgFrame":94,"seoMetadata":95,"parents":97,"keywords":96,"url":102},"EMPLOYEE SATISFACTION SURVEY This template can serve as a foundation for creating your employee satisfaction survey. Customize it to fit your organization's specific needs and goals. Once you've collected the responses, analyze the data and use the insights to make improvements that enhance employee satisfaction and engagement. INTRODUCTION: [Briefly explain the purpose and confidentiality of the survey.] SECTION 1: PERSONAL INFORMATION Employee ID (Optional): [Text Box] Department: [Dropdown Menu] [Options: HR, Sales, Marketing, Finance, IT, etc.] Job Title: [Text Box] Years at the Company: [Dropdown Menu] [Options: Less than 1 year, 1-3 years, 3-5 years, 5-10 years, More than 10 years] SECTION 2: OVERALL SATISFACTION On a scale of 1 to 10, how satisfied are you with your overall experience at [Company Name]? [Scale: 1 (Very Dissatisfied) to 10 (Very Satisfied)] SECTION 3: WORK ENVIRONMENT How would you rate the work environment at [Company Name]? [Scale: 1 (Poor) to 5 (Excellent)] Do you feel your workplace is safe and free from harassment or discrimination? [Radio Buttons: Yes, No, Not Sure] SECTION 4: COMMUNICATION How well does [Company Name] communicate with its employees? [Scale: 1 (Poor) to 5 (Excellent)] Are you satisfied with the frequency and clarity of communication from management? [Radio Buttons: Very Satisfied, Satisfied, Neutral, Dissatisfied, Very Dissatisfied] ","Employee Satisfaction Survey","3","https://templates.business-in-a-box.com/imgs/1000px/employee-satisfaction-survey-D13834.png","https://templates.business-in-a-box.com/imgs/250px/13834.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13834.xml",{"title":96,"description":6},"employee satisfaction survey",[98,100],{"label":18,"url":99},"human-resources",{"label":21,"url":101},"motivation-appreciation","/template/employee-satisfaction-survey-D13834",{"description":104,"descriptionCustom":6,"label":105,"pages":8,"size":9,"extension":10,"preview":106,"thumb":107,"svgFrame":108,"seoMetadata":109,"parents":111,"keywords":110,"url":117},"Employee Appraisal Form Date: Name of Employee: Completed By: A.Most successful job accomplishments since last performance period: 1. 2. 3. 4. B.Key strengths of employee: 1. 2. 3. 4. C.Problems since last performance appraisal: 1. 2. 3. 4. D.Key areas that need improvement: 1. 2. 3. 4. E.Teamwork ability: 1. 2. 3. 4. F.What warnings, if any, should be given to employee? 1. 2. 3. 4. G","Employee Appraisal Form","https://templates.business-in-a-box.com/imgs/1000px/employee-appraisal-form-D688.png","https://templates.business-in-a-box.com/imgs/250px/688.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#688.xml",{"title":110,"description":6},"employee appraisal form",[112,113,114],{"label":18,"url":99},{"label":21,"url":101},{"label":115,"url":116},"Customer Surveys","customer-surveys","/template/employee-appraisal-form-D688",{"description":119,"descriptionCustom":6,"label":120,"pages":91,"size":121,"extension":10,"preview":122,"thumb":123,"svgFrame":124,"seoMetadata":125,"parents":126,"keywords":131,"url":132},"EXIT INTERVIEW FORM We want to improve our personnel practices and make our company a better place to work. Your answers will be kept confidential. Name: _ Date: ____________ Job Title: Department: _____ Hire Date: Separation Date: _____ Employee Informed of Restrictions On: Solicitations of customers Restrictions on solicitations of employees Removing company documents Patents Confidentiality obligations Customer lists Other Return of: Keys Credit Card ID Card Building Pass Company Documents Company Equipment Other Company Property Reason for Leaving (Voluntary/Involuntary): ","Exit Interview Form",36,"https://templates.business-in-a-box.com/imgs/1000px/exit-interview-form-D510.png","https://templates.business-in-a-box.com/imgs/250px/510.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#510.xml",{"title":6,"description":6},[127,128],{"label":18,"url":99},{"label":129,"url":130},"Employee Termination","employee-termination","exit interview form","/template/exit-interview-form-D510",{"description":134,"descriptionCustom":6,"label":135,"pages":136,"size":137,"extension":10,"preview":138,"thumb":139,"svgFrame":140,"seoMetadata":141,"parents":142,"keywords":147,"url":148},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[143,144],{"label":18,"url":99},{"label":145,"url":146},"Company Policies","company-policies","employee handbook","/template/employee-handbook-D712",{"description":150,"descriptionCustom":6,"label":151,"pages":8,"size":9,"extension":10,"preview":152,"thumb":153,"svgFrame":154,"seoMetadata":155,"parents":157,"keywords":156,"url":160},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Termination of your employment Dear [Contact name], We regret to inform you that your employment with [YOUR COMPANY NAME] is terminated effective upon receipt of this letter for the following reason(s): [DETAIL REASONS] [DETAIL REASONS] [DETAIL REASONS] Please vacate the premises immediately with your personal possessions. We will forward your salary earned to date in due course together with any vacation pay to which you are entitled. Within [NUMBER] days of termination we shall issue you a statement of accrued benefits. Any insurance benefits shall continue in accordance with applicable law and/or provisions of our personnel policy. Please contact [Name], at your earliest convenience, who will explain each of these items and arrange with you for the return of any company property. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE]","Employee Dismissal Letter","https://templates.business-in-a-box.com/imgs/1000px/employee-dismissal-letter-D508.png","https://templates.business-in-a-box.com/imgs/250px/508.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#508.xml",{"title":156,"description":6},"employee dismissal letter",[158,159],{"label":18,"url":99},{"label":129,"url":130},"/template/employee-dismissal-letter-D508",{"description":162,"descriptionCustom":6,"label":163,"pages":164,"size":9,"extension":10,"preview":165,"thumb":166,"svgFrame":167,"seoMetadata":168,"parents":170,"keywords":169,"url":177},"[COMPANY NAME] BUG TRACKING SHEET Date: _________________________ Submitted by: _________________________ ","Bug Tracking Sheet","1","https://templates.business-in-a-box.com/imgs/1000px/bug-tracking-sheet-D13460.png","https://templates.business-in-a-box.com/imgs/250px/13460.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13460.xml",{"title":169,"description":6},"bug tracking sheet",[171,174],{"label":172,"url":173},"Business Plan Kit","business-plan-kit",{"label":175,"url":176},"Administration","business-administration","/template/bug-tracking-sheet-D13460",false,{"seo":180,"reviewer":191,"quick_facts":195,"at_a_glance":197,"personas":201,"variants":224,"glossary":247,"fields":272,"how_to_fill":318,"common_mistakes":354,"faqs":371,"industries":396,"comparisons":413,"diy_vs_pro":427,"related_template_ids_curated":440,"schema":451,"classification":453},{"meta_title":181,"meta_description":182,"primary_keyword":15,"secondary_keywords":183},"Employee Mental Health and Wellness Checklist Template | BIB","Free employee mental health and wellness checklist template for HR teams. Track stress levels, workload, engagement, and support needs.",[184,185,186,187,188,189,190],"employee wellness checklist template","workplace mental health checklist","employee wellbeing checklist","mental health check-in form","employee wellness form template","hr mental health checklist","workplace wellbeing assessment",{"name":192,"credential":193,"reviewed_date":194},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":196,"legal_review_recommended":178,"signature_required":178},"easy",{"what_it_is":198,"when_you_need_it":199,"whats_inside":200},"An Employee Mental Health and Wellness Checklist is a structured form HR managers and team leaders use to assess employee wellbeing across key dimensions — stress, workload, engagement, sleep, and access to support resources. This free Word download gives you a ready-to-use checklist you can edit online, distribute digitally, or print and complete in one-on-one check-in meetings.\n","Use it during regular manager check-ins, quarterly HR reviews, or any time a pattern of absenteeism, disengagement, or performance decline suggests an employee may need additional support.\n","Employee and manager identification fields, rated scales for stress and workload, yes/no indicators for engagement and sleep quality, a support resources section, action items, and a follow-up scheduling block.\n",[202,206,210,214,217,221],{"title":203,"use_case":204,"icon_asset_id":205},"HR managers","Running structured wellbeing check-ins across a workforce systematically","persona-hr-manager",{"title":207,"use_case":208,"icon_asset_id":209},"Team leaders and supervisors","Identifying early signs of burnout or disengagement in direct reports","persona-operations-director",{"title":211,"use_case":212,"icon_asset_id":213},"Small business owners","Building a basic wellness program without a dedicated HR department","persona-small-business-owner",{"title":215,"use_case":216,"icon_asset_id":205},"EAP coordinators","Documenting employee needs and referrals to assistance programs",{"title":218,"use_case":219,"icon_asset_id":220},"Remote work managers","Tracking isolation, connection, and workload balance for distributed teams","persona-startup-founder",{"title":222,"use_case":223,"icon_asset_id":209},"Operations directors","Standardizing wellness check-in procedures across multiple departments",[225,228,232,236,240,244],{"situation":226,"recommended_template":90,"slug":227},"Conducting a broad annual survey across the entire organization","employee-satisfaction-survey-D13834",{"situation":229,"recommended_template":230,"slug":231},"Documenting a formal performance improvement conversation","Employee Performance Review","how-to-review-employee-performance-D12595",{"situation":233,"recommended_template":234,"slug":235},"Tracking return-to-work after medical or mental health leave","Return to Work Plan","return-to-work-form-D13036",{"situation":237,"recommended_template":238,"slug":239},"Logging a specific workplace incident or complaint","Employee Incident Report","incident-report-D12621",{"situation":241,"recommended_template":242,"slug":243},"Onboarding a new hire and setting initial expectations","Employee Onboarding Checklist","checklist-new-employee-onboarding-D13617",{"situation":245,"recommended_template":120,"slug":246},"Conducting a structured exit interview","exit-interview-form-D510",[248,251,254,257,260,263,266,269],{"term":249,"definition":250},"Employee Assistance Program (EAP)","An employer-sponsored benefit offering confidential counseling, mental health referrals, and support services to employees at no direct cost to them.",{"term":252,"definition":253},"Burnout","A state of chronic workplace stress that has not been managed, characterized by exhaustion, reduced performance, and emotional detachment from work.",{"term":255,"definition":256},"Psychological Safety","A team climate in which employees feel safe to speak up, share concerns, and ask for help without fear of punishment or embarrassment.",{"term":258,"definition":259},"Presenteeism","The practice of attending work while unwell or mentally depleted, leading to reduced productivity despite physical presence.",{"term":261,"definition":262},"Workload Assessment","A structured review of the volume, complexity, and urgency of tasks assigned to an employee relative to available time and capacity.",{"term":264,"definition":265},"Wellness Check-In","A scheduled, structured conversation between a manager and employee focused on wellbeing, stress levels, and access to support — distinct from a performance review.",{"term":267,"definition":268},"Reasonable Accommodation","An employer-provided adjustment to work conditions, schedule, or duties that enables an employee with a health condition to perform their role effectively.",{"term":270,"definition":271},"Confidentiality Boundary","The principle that wellness check-in responses are shared only with authorized HR personnel and not used in performance evaluations or disciplinary decisions.",[273,278,283,288,293,298,303,308,313],{"name":274,"plain_english":275,"sample_language":276,"common_mistake":277},"Employee and manager identification","Records the employee's name, department, job title, and the name of the manager or HR contact conducting the check-in.","Employee Name: [EMPLOYEE FULL NAME] | Department: [DEPARTMENT] | Job Title: [JOB TITLE] | Check-In Conducted By: [MANAGER/HR NAME] | Date: [DATE]","Leaving the manager field blank when forms are self-administered — without a named point of contact, employees have no clear person to follow up with about their responses.",{"name":279,"plain_english":280,"sample_language":281,"common_mistake":282},"Stress level rating","A 1–10 scale where the employee rates their current perceived stress level, with anchor descriptions at the low, mid, and high points.","On a scale of 1–10, how would you rate your current stress level? (1 = minimal stress, 5 = manageable but noticeable, 10 = overwhelming): [RATING]","Using an unlabeled numeric scale without anchor descriptions — employees interpret unlabeled scales inconsistently, making trends impossible to track meaningfully across time.",{"name":284,"plain_english":285,"sample_language":286,"common_mistake":287},"Workload and capacity assessment","Asks the employee to indicate whether their current workload feels manageable, stretched, or unmanageable, and to flag any specific projects driving overload.","My current workload feels: [ ] Manageable [ ] Stretched but okay [ ] Unmanageable. Primary source of overload, if any: [DESCRIPTION]","Only asking about workload volume without asking about workload complexity — an employee can have a light task count but still be overloaded by a single high-stakes project.",{"name":289,"plain_english":290,"sample_language":291,"common_mistake":292},"Engagement and motivation indicators","A set of yes/no or frequency-rated questions covering whether the employee feels connected to their work, their team, and the company's goals.","I feel motivated by my work: [ ] Most days [ ] Some days [ ] Rarely. I feel connected to my team: [ ] Yes [ ] Somewhat [ ] No.","Framing all engagement questions positively — employees are more likely to reveal disengagement when at least one question is phrased around challenges or difficulties.",{"name":294,"plain_english":295,"sample_language":296,"common_mistake":297},"Sleep and physical health self-report","Captures a brief self-assessment of sleep quality and any physical symptoms the employee associates with workplace stress, without requesting medical diagnoses.","Average hours of sleep per night over the past two weeks: [HOURS]. I have experienced physical symptoms I associate with stress (e.g., headaches, fatigue): [ ] Yes [ ] No [ ] Occasionally.","Requesting specific medical information or diagnosis details — this creates privacy exposure and is outside the appropriate scope of an HR wellness check-in.",{"name":299,"plain_english":300,"sample_language":301,"common_mistake":302},"Support resources awareness","Confirms whether the employee is aware of available support resources — EAP, counseling, flexible scheduling, or mental health days — and whether they have used any.","I am aware of the company's Employee Assistance Program (EAP): [ ] Yes [ ] No. I have used a mental health resource in the past 90 days: [ ] Yes [ ] No [ ] Prefer not to say.","Skipping this field on the assumption all employees know about available resources — research consistently shows that 50–70% of eligible employees are unaware of their EAP benefits.",{"name":304,"plain_english":305,"sample_language":306,"common_mistake":307},"Open-ended concerns and requests","A free-text field where the employee can note specific concerns, requests for accommodation, or topics they want to raise confidentially with HR.","Is there anything specific you would like support with or would like HR to be aware of? [FREE TEXT]","Making this field mandatory — employees who feel forced to write something when they have nothing to add will distrust the process, reducing future participation.",{"name":309,"plain_english":310,"sample_language":311,"common_mistake":312},"Agreed action items","Documents any concrete steps the manager or HR will take following the check-in — a referral, a workload adjustment, a follow-up date, or no action required.","Action item: [DESCRIPTION OF ACTION] | Responsible party: [NAME] | Target date: [DATE] | No action required: [ ]","Completing the check-in without recording any action item — employees who share concerns and receive no documented follow-up are less likely to engage honestly in future check-ins.",{"name":314,"plain_english":315,"sample_language":316,"common_mistake":317},"Follow-up scheduling","Sets the date and format of the next wellness check-in so the cadence is explicit and the employee knows when they will hear back.","Next check-in scheduled for: [DATE] | Format: [ ] In-person [ ] Video call [ ] Written form | Conducted by: [NAME]","Leaving the follow-up date blank on the assumption a calendar invite will be sent separately — without a date on the form, follow-ups are routinely missed.",[319,324,329,334,339,344,349],{"step":320,"title":321,"description":322,"tip":323},1,"Set the check-in cadence before distributing","Decide whether the checklist will be used monthly, quarterly, or on a triggered basis (e.g., after extended leave or a performance flag). Document the cadence in your HR policy so employees know what to expect.","Quarterly is the minimum effective frequency — monthly check-ins catch issues earlier and normalize the conversation around mental health.",{"step":325,"title":326,"description":327,"tip":328},2,"Explain confidentiality before the employee fills it in","Tell the employee in writing how responses will be stored, who will have access, and that responses will not be used in performance evaluations or disciplinary actions.","A two-sentence confidentiality statement at the top of the form increases honest response rates more than any other single change.",{"step":330,"title":331,"description":332,"tip":333},3,"Complete the identification and date fields","Enter the employee's full name, department, job title, the name of the manager conducting the check-in, and today's date. These fields are required for record-keeping and follow-up routing.","If the form is self-administered, pre-populate the manager and HR contact fields before sending so the employee immediately knows who to contact.",{"step":335,"title":336,"description":337,"tip":338},4,"Work through the rated and yes/no fields together or separately","For in-person check-ins, complete the form together in real time. For remote or async check-ins, send the form in advance and review responses before the conversation.","Reviewing responses before a video call lets you ask follow-up questions on specific answers rather than reading responses aloud during the meeting.",{"step":340,"title":341,"description":342,"tip":343},5,"Record agreed action items before ending the check-in","Before closing the conversation, write at least one action item — even if it is 'no action required at this time.' This closes the loop and creates a record that the check-in was completed.","Phrase action items as tasks with owners and dates: 'HR to send EAP contact information by [DATE]' rather than 'follow up on EAP.'",{"step":345,"title":346,"description":347,"tip":348},6,"Store the completed form securely","File the completed checklist in a secure HR folder separate from the employee's general personnel file. Limit access to HR and the direct manager who conducted the check-in.","Never store wellness check-in forms in the same folder as performance reviews — co-mingling them erodes employee trust in the process.",{"step":350,"title":351,"description":352,"tip":353},7,"Schedule the next check-in before filing","Enter the next check-in date on the form and send a calendar invite before the current session closes. A date on the form without a corresponding calendar entry is rarely honored.","If the employee flagged a concern, schedule the next check-in within 30 days rather than waiting for the regular quarterly cycle.",[355,359,363,367],{"mistake":356,"why_it_matters":357,"fix":358},"Using check-in responses in performance reviews","Employees who learn that wellness disclosures influenced their performance ratings will stop sharing honestly — destroying the program's value and potentially exposing the company to discrimination claims.","Store wellness check-in records in a separate HR file with restricted access, and document explicitly in your HR policy that responses are not used for performance or disciplinary purposes.",{"mistake":360,"why_it_matters":361,"fix":362},"Skipping the confidentiality statement","Without a clear confidentiality statement, employees assume their responses will be shared broadly and default to 'everything is fine' — generating data that is useless for identifying genuine needs.","Add a two-sentence confidentiality statement to the top of every checklist: who sees it, how it is stored, and what it cannot be used for.",{"mistake":364,"why_it_matters":365,"fix":366},"No follow-up after flagged concerns","An employee who discloses a concern and receives no follow-up action is less likely to participate in future check-ins and more likely to disengage silently.","Require at least one documented action item per check-in — even 'no action required, next check-in in 90 days' — and assign a named owner and date.",{"mistake":368,"why_it_matters":369,"fix":370},"Running the checklist only after a visible problem appears","Reactive use of a wellness checklist signals to employees that it is a crisis tool rather than a supportive one, increasing stigma and reducing honest participation.","Embed the checklist in a regular, predictable cadence — quarterly at minimum — so check-ins feel routine rather than alarming.",[372,375,378,381,384,387,390,393],{"question":373,"answer":374},"What is an employee mental health and wellness checklist?","An employee mental health and wellness checklist is a structured form used by HR teams and managers to assess employee wellbeing across key dimensions including stress, workload, engagement, sleep, and awareness of available support resources. It provides a consistent, documented framework for wellness check-in conversations and replaces informal, unrecorded discussions with a replicable process.\n",{"question":376,"answer":377},"How often should a wellness check-in be conducted?","Quarterly is the standard minimum frequency for most organizations. Monthly check-ins are more effective at catching early signs of burnout or disengagement before they escalate. Additional triggered check-ins are appropriate after extended medical leave, a significant organizational change, or a visible performance decline.\n",{"question":379,"answer":380},"Are employee wellness check-in responses confidential?","They should be, and the form should say so explicitly. Best practice is to store completed checklists in a restricted HR file separate from performance records, limit access to the HR contact and direct manager, and document in writing that responses cannot be used in performance evaluations or disciplinary decisions. Employees who trust confidentiality engage more honestly.\n",{"question":382,"answer":383},"Can a wellness checklist be used as evidence in a disciplinary process?","No — and doing so is both counterproductive and potentially legally problematic. Using wellness disclosures in disciplinary or performance contexts can expose employers to disability discrimination claims in many jurisdictions. The checklist is a support tool, not a performance measurement instrument.\n",{"question":385,"answer":386},"What should a manager do if an employee flags a serious mental health concern?","Document the concern in the action items field, refer the employee to your EAP or HR contact immediately, and schedule a follow-up within two weeks. Do not attempt to diagnose or counsel the employee yourself. If the employee discloses a safety risk to themselves or others, follow your organization's emergency response protocol and contact HR or occupational health immediately.\n",{"question":388,"answer":389},"Should employees fill out the checklist themselves or complete it with their manager?","Both approaches work depending on the organizational culture. Self- administered forms allow more honest responses before a face-to-face conversation. Completing it jointly in real time allows the manager to ask clarifying questions. Many organizations use a hybrid: the employee completes the form in advance and the manager reviews it before a brief check-in call to discuss any flagged items.\n",{"question":391,"answer":392},"Does a wellness checklist need to comply with any privacy laws?","While a basic wellness checklist is not a medical record, it contains sensitive personal information that should be handled in line with applicable data privacy regulations — including HIPAA in the US for health-adjacent data, GDPR in the EU for employee personal data, and PIPEDA in Canada. Store forms securely, limit access, and do not request clinical diagnoses or medical history on the form.\n",{"question":394,"answer":395},"What is the difference between a wellness checklist and an employee satisfaction survey?","A wellness checklist is a one-on-one check-in tool focused on individual wellbeing, stress, and support needs — completed regularly for each employee. An employee satisfaction survey is typically an anonymous, organization-wide instrument measuring collective sentiment about compensation, culture, and management. They serve complementary but distinct purposes and should both be part of a complete HR program.\n",[397,401,405,409],{"industry":398,"icon_asset_id":399,"specifics":400},"Technology / SaaS","industry-saas","High-pressure sprint cycles and remote-first teams make burnout and isolation two of the leading disengagement drivers, making regular structured check-ins especially high-value.",{"industry":402,"icon_asset_id":403,"specifics":404},"Healthcare","industry-healthtech","Clinical staff face compounding stressors including high patient loads and secondary trauma, requiring a wellness checklist calibrated to shift-based schedules and occupational health referral pathways.",{"industry":406,"icon_asset_id":407,"specifics":408},"Professional Services","industry-professional-services","Billable-hour pressure and client-deadline intensity create chronic overload risk, making workload and capacity fields the most critical section of the checklist.",{"industry":410,"icon_asset_id":411,"specifics":412},"Retail / Hospitality","industry-retail","High turnover, shift variability, and customer-facing stress mean wellness check-ins are most effective when conducted by shift supervisors at regular intervals rather than exclusively by HR.",[414,417,421,424],{"vs":90,"vs_template_id":415,"summary":416},"employee-satisfaction-survey-D12737","An employee satisfaction survey collects anonymous, aggregate feedback about company culture, management, and compensation across the entire workforce. A wellness checklist is a named, individual check-in tool focused on personal wellbeing and support needs. The survey identifies systemic issues; the checklist surfaces individual concerns that need direct action.",{"vs":418,"vs_template_id":419,"summary":420},"Employee Performance Appraisal Form","employee-performance-appraisal-form-D574","A performance appraisal evaluates output, competencies, and goal attainment against defined standards and directly informs compensation and promotion decisions. A wellness checklist assesses wellbeing and stress — it must never be used to inform performance ratings. Conflating the two destroys employee trust in both processes.",{"vs":120,"vs_template_id":422,"summary":423},"exit-interview-form-D13407","An exit interview captures retrospective feedback from a departing employee about their experience. A wellness checklist is a proactive, ongoing tool designed to identify and address issues before they lead to resignation. Regular wellness check-ins reduce the volume of exit interviews needed by catching disengagement early.",{"vs":242,"vs_template_id":425,"summary":426},"employee-on-boarding-checklist-D12738","An onboarding checklist tracks the administrative and training steps required to integrate a new hire into the organization. A wellness checklist begins where onboarding ends — it is a recurring wellbeing tool used throughout the employee lifecycle, not a one-time process document.",{"use_template":428,"template_plus_review":432,"custom_drafted":436},{"best_for":429,"cost":430,"time":431},"HR teams, managers, and small business owners running structured wellness check-ins with a consistent process","Free","10 minutes to customize, 15–20 minutes per check-in",{"best_for":433,"cost":434,"time":435},"Organizations adding EAP referral workflows, legal confidentiality language, or integrating with an HRIS system","$200–$500 for an HR consultant or employment lawyer review","2–5 business days",{"best_for":437,"cost":438,"time":439},"Large enterprises with regulated workforces, mental health first-aid programs, or occupational health compliance requirements","$1,000–$3,000 for an occupational health consultant or employment law firm","2–4 weeks",[227,441,246,442,443,444,445,446,447,448,449,450],"employee-appraisal-form-D688","checklist-home-based-employee-D565","employee-handbook-D712","employee-dismissal-letter-D508","bug-tracking-sheet-D13460","job-offer-letter-long-D12769","employment-agreement_at-will-employee-D541","remote-work-agreement-D13282","non-disclosure-agreement-nda-D12692","warning-notice-D622",{"emit_how_to":452,"emit_defined_term":452},true,{"primary_folder":99,"secondary_folder":454,"document_type":455,"industry":456,"business_stage":457,"tags":458,"confidence":463},"employee-development","checklist","general","all-stages",[459,455,460,461,462],"employee-engagement","employee-wellness","mental-health","hr-operations",0.95,"\u003Ch2>What is an Employee Mental Health and Wellness Checklist?\u003C/h2>\n\u003Cp>An \u003Cstrong>Employee Mental Health and Wellness Checklist\u003C/strong> is a structured form that HR managers and team leaders use to assess individual employee wellbeing across key dimensions — stress levels, workload capacity, engagement, sleep quality, and awareness of available support resources. Unlike an annual satisfaction survey, it is designed for regular one-on-one use throughout the employee lifecycle, creating a consistent and documented record of check-in conversations. This free Word download gives you a ready-to-use form you can customize with your company's EAP details and branding, then distribute digitally or use in person.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a structured wellness check-in process, managers rely on informal observation to identify employees who are struggling — and informal observation routinely misses burnout, disengagement, and mental health decline until they surface as absenteeism, performance problems, or resignation. A completed checklist creates a documented record that a check-in occurred, what was discussed, and what action was taken — protecting the organization if a duty-of-care question arises later. Regular use also signals to employees that mental health is taken seriously, which measurably improves psychological safety and retention. This template gives your HR team a consistent, privacy-conscious framework that any manager can use in 20 minutes, with no specialist training required.\u003C/p>\n",1778773477298]